Our Proven Process

Initial Phone Contact

  • Our goal is to identify the opening and discuss (with the hiring authority) the position details (i.e.: compensation, responsibilities, why the position is open, etc…) and then schedule a visit for our Division Manager to meet with the hiring authority at the client site.

Client Visit

  • Our goal is to fully understand the nuances of each hire by working closely with the hiring authority to create a detailed company/position profile. This process increases accuracy when promoting the company and position to candidates. Some examples of key questions we typically ask:
    • Why the position is open and how soon the position must be filled?
    • Candidate qualifications: experience level, skills, responsibilities, and educational requirements?
    • Assess cultural fit for the client’s need: tour the facility, review the equipment and systems experience needed, interview the employer regarding personnel of the company, management practices, etc…
    • Discuss targeted industries and companies from which to recruit.
    • Discuss compensation, benefits, and performance expectations.

  • We establish a search and interview time-line with the hiring authority:
    • Identify the interview and hiring process, plus discuss our process of presenting top candidates.
    • Schedule follow up calls and tentative interview dates. 

  • Agree on agency fee, payment terms and guarantees.

  • Discuss our recruiting strategy for a successful search.

  • We provide a formal engagement letter and company/position profile for approval prior to the commencement of a search.

Recruiting Candidates

  • Our Division Manager will work with our recruiting team to create a customized recruiting plan (pooling all of our resources) to meet the client timeline.

  • Conduct initial phone interviews with candidates to review their education/experience and then schedule top candidates for a personal interview in our office.

  • Conduct personal interviews to identify the top candidates based on personality, work experience, attitude and skills for positions.

Presentation of Candidates

  • Our Division Manager will present top candidates, along with evaluation reports, background checks and resumes either by phone or in a face-to-face meeting.

  • Assist the client in scheduling top candidates for client interviews either at our offices or the client’s site.

  • Conduct reference checks on finalist candidates and provide a full reference report, along with the names and contact information of people contacted for the reference checks.

  • Work closely with both the hiring contact and the candidates after initial interviews, share feedback and schedule selected candidates for subsequent interviews and assessments throughout the process.

Making an Offer

  • Work closely with the hiring authority to extend an offer of employment and secure a start date with the candidate.

  • The hiring authority provides a written offer letter after we have secured verbal acceptance from a candidate. We meet with candidate to sign the formal offer letter, confirm the start date and return the signed offer letter to hiring authority within 24 hours.

Follow-Up

  • Assist our clients in arranging pre-employment physicals, drug screening and orientation times.

  • Phone call to both the employer and the candidate (after the start date), to assure that the transition has occurred comfortably and smoothly on both ends.